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Nonappropriated Fund
Employee
Handbook
55th Force Support Squadron Offutt AFB Nebraska
2020
1
Table of Contents
Introduction 3
Your Employer 3
NAF Human Resources 4
Equal Employment Opportunity 4
Drug and Alcohol Abuse 4
Drug Demand Reduction Program 5
Dual Compensation 5
Off-Duty Military 5
Types of Appointments, Regular 5
Types of Appointments, Flexible 6
Position Classification 6
Types of Positions 6
Step Increases & Pay Adjustments 7
Probationary Period 8
Hours of Work 8
Paydays 9
Leave Policy 9
Administrative Leave 12
Excused Absence 12
Pay Administration 13
Job Opportunities 15
Health Benefits and Group Insurance 17
Retirement and 401(k) Plans 17
Worker's Comp/On-The-Job Injuries 18
Grievances & Appeals 18
Performance Evaluation 19
Incentive Awards 19
Types of Separations 20
Miscellaneous
Suggestion Program 22
Training 22
Safety 22
Current Mailing Address & Phone 22
2
Maintaining Discipline 22
Punctuality 23
Customer Service 23
In/Out Processing 23
Civilian ID Cards & Stickers 23
Official Personnel Records 23
Pregnant Employees 23
AF Form 971, Supervisor’s Employee File 23
Bulletin Boards 24
Base Facilities 24
Appendix 1: Employee Rights & Responsibilities 25
Appendix 2: Standards of Conduct 26
Appendix 3: Political Activity Do’s and Don’ts 27
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Introduction
Welcome to
Offutt Air Force Base
and the
55th Force Support Squadron
Congratulations on your selection for Nonappropriated Fund (NAF)
employment. We hope you will find your work pleasant, challenging, and
interesting.
This booklet is a guide to help answer many of your questions; however, it is
not designed to be regulatory in nature. Your supervisor can further explain the
conditions of your employment. Feel free to ask your supervisor about
anything you do not understand. The NAF-Human Resources (NAF-HR) is
also available to provide assistance.
Your Employer
Welcome! You are employed as a civilian employee by the United States Air
Force and paid from Nonappropriated funds (NAF). Although you are a
Federal employee in the Department of Defense, NAF employees are separate
and distinct from appropriated fund (APF - commonly known as civil service)
employees who are paid from funds appropriated by Congress. You are
responsible to your immediate supervisor. If you are unhappy at work for
whatever reason, discuss it with your supervisor. Two-way communication is
the key to solving problems, having an effective workforce, and reaching
mutual goals.
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NAF-Human Resources Office
The NAF-Human Resources Office (NAF-HR) is the operating office
designated to administer the NAF personnel system. We are located in
Building 49, Room 223. The official address of the NAF-HR is: 55 FSS/FSCN,
105 Washington Square, Room 223, Offutt AFB NE, 68113-4002. The NAF-
HR hours of operation are from 8 a.m. to 4 p.m. Our telephone number (402)
294-2344, FAX number is (402) 232-1070, and our website address is
http://offutt55fss.com If you have business to conduct in our office, you should
get permission from your supervisor before leaving your work area. If you have
business with a particular staff member, you should make an appointment first.
Equal Employment Opportunity (EEO)
We are dedicated to the full implementation of Federal laws mandating
equality of opportunity for NAF employees. Personnel actions are based on the
principles of merit and qualifications. Any employee or applicant who feels
there was discrimination involved in any personnel action because of race,
color, sex, religion, age, national origin, or handicap may file a complaint of
discrimination. Personally demeaning conduct such as slurs, unwelcome
sexual remarks or actions, or other harassments will not be tolerated.
Complaints may be filed without fear of reprisal. If you feel you have been
discriminated against, you may file your complaint directly with an EEO
counselor. The names of counselors are posted on the employee bulletin board
at your place of work.
Drug and Alcohol Abuse
Possession or use of illegal drugs is a crime and can be the basis of disciplinary
action, including removal. In addition, NAF employees are prohibited from
possessing, selling, or using drug paraphernalia on or off duty on an Air Force
installation. Failure to comply with this provision may result in disciplinary
action. If you have a self-identified drug or alcohol problem, please seek
professional counseling or consult your physician.
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Drug Demand Reduction Program
In accordance with AFI 44-107, employees that are in a Designated Drug
Testing (DDT) position will be subject to random drug testing. If selected, they
will have 48 hours to report the Drug Demand Reduction (DDR) building. If
an employee refuses to furnish a urine specimen, or, if they provide a urine
specimen that ultimately reflects the use of an illicit drug, the employee will
be subject to disciplinary action, ranging from reprimand to removal. Contact
the HRO for further instruction.
Dual Compensation
NAF employees may not receive pay from more than one Federal position for
more than 40 hours of work per week. A part-time employee may be employed
in another position as long as the total hours worked in all jobs do not exceed
40 hours per week. Employees may be employed in a regular and a flexible
position, or in two flexible positions, however, they may not be employed in
two regular positions. This restriction applies to all jobs within the United
States government, including appropriated fund (civil service), and Base
Exchange (AAFES) jobs. Employment with the U.S. Postal Service does not
fall under these dual compensation restrictions.
Off-Duty Military (ODM) Personnel
Active duty enlisted personnel may be hired as NAF employees during their
non-duty hours on less than a full-time basis. An individual may continue to
work in their NAF job after they have retired from the military. An AF 3902
application and approval for off-duty employment must be completed before
employment into a NAF position.
Types of Appointments
There are two types of appointments, regular and flexible. Supervisors
determine which type of appointment will be used. The following describes the
compensation and benefits for each type of appointment.
1. Regular Appointments: Regular employees have a guaranteed number of
work hours ranging between 20-40 hours per week. The number of scheduled
hours per week may be changed by managers if warranted based on changing
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business conditions. Regular employees are eligible for the following benefits
and compensation:
● Annual Leave ● Overtime Pay
● Sick Leave ● Workers’ Compensation
● Health & Life Insurance ● Military Leave
● Retirement Plan ● Court Leave
● 401(k) ● Administrative Leave
● Holiday Pay ● Awards
2. Flexible Appointments: Flexible employees may be converted to a regular
employment category at any time at management’s request. Schedules depend
on the needs of the activity. Flexible employees work 0 - 40 hours per week
although average hours per week cannot exceed 30 over a six month period
(i.e. total hours may not exceed 780 hours). Employees whose appointments
are flexible are eligible for awards, overtime and workers’ compensation.
Position Classification
An employee may appeal their classification at any time. An appeal is a written
request made by an employee for a change in the pay system, grade or pay
band, series, and/or title of his or her officially assigned position. However, an
appeal of a downgrade must be filed no later than 15 days after the effective
date of the downgrade action. Appeals must be in writing and addressed to the
NAF-HR for initial action.
A “Position Guide/Description” (PG/PD) is a multipurpose document which
records the primary duties and responsibilities, qualifications, performance
standards, and training requirements. It is a summary of your major duties. It
is not intended to cover every minor duty assignment.
If the duties of a position change significantly, the position guide description
should be rewritten and submitted to the HRO for classification.
Types of Positions
a. Crafts and Trades (NA, NL, NS): Includes skilled, semi-skilled and unskilled
trades, crafts, custodial, and food/beverage type positions. There are three
crafts and trades pay schedules; non-supervisory (NA), leader (NL), and
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supervisory (NS). There are 15 grades in each of the pay schedules (i.e. NA 1-
15, NL 1-15) and 19 grades in the NS pay schedule.
b. Pay Band (NF): Includes clerical, recreational, customer service,
managerial, professional and specialist type positions. There are six grades
(NF-I thru NF-VI) in the pay band system.
c. Child Care (CY): Includes all child caregiver and teacher positions. The CC
pay schedule also includes School Age Program positions at the Youth Center.
Positions are graded CY-01 thru CY-05.
Step Increases and Pay Adjustments
a. Crafts and Trades: There are five steps within each NA, NL, and NS grade.
Employee’s progress to the next step upon completion of established waiting
periods provided the supervisor certifies that performance is satisfactory.
Increases are granted at the following intervals:
Regular Crafts and Trades Employees
To Step 2: After 26 wks. in Step 1 w/no more than 1 wk. LWOP
To Step 3: After 78 wks. in Step 2 w/no more than 3 wks. LWOP
To Step 4: After 104 wks. in Step 3 w/no more than 4 wks. LWOP
To Step 5: After 104 wks. in Step 4 w/no more than 4 wks. LWOP
Flexible Crafts and Trades Employees
To Step 2: After 130 shifts worked in Step 1 in no less than 26 wks.
To Step 3: After 390 shifts worked in Step 2 in no less than 78 wks.
To Step 4: After 520 shifts worked in Step 3 in no less than 104 wks.
To Step 5: After 520 shifts worked in Step 4 in no less than 104 wks.
Note: Any day on which part-time service is performed counts as a full day
regardless of the number of hours actually worked.
b. NAF Pay Banding Systems: These consist of six pay bands with a minimum
and maximum pay rate established for each grade. New employees normally
start at the minimum rate established for each band. However, a supervisor
may set pay at any rate within the minimum and maximum rates of the pay
band. The rate of pay will usually depend on the amount of responsibility, the
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qualifications, budget restrictions, etc. Increases in pay, (pay adjustments)
within the pay band may be recommended at any time a supervisor feels an
increase is justified.
c. Child and Youth Positions: There are no steps within the grades but
employees may be given a pay adjustment at any time. The amount of
increase is determined by the supervisor and is based on the employees’
performance as well as budget limitations.
Probationary Period
New employees start in a probationary period which tests their ability,
suitability, and fitness for the job.
Crafts and Trades / Pay Band I & II employees serve a 6 month probationary
period. Pay Band III - VI and CY employees serve a 12 month probationary
period. Temporary employees do not serve a probationary period.
Hours of Work
The administrative work week consists of seven consecutive calendar days.
Within the administrative work week the guaranteed work week hours for
NAF employees will not exceed 40 hours exclusive of meal times. When
possible, two consecutive days off are provided during each administrative
work week. However, the guaranteed work week may be scheduled over a
period of 6 days, provided that the total scheduled hours do not exceed 40
hours per week.
Work Schedules: All employees will be provided with a work schedule.
Flexible employees may be subject to “on call” work in addition to hours
posted on the schedule. A time clock is used at most locations for clocking in
and clocking out. Clocking in early or clocking out late without supervisory
approval will not be allowed. Work schedules are normally posted at least a
week in advance. Managers/supervisors may change the work schedule, but
must provide 24 hours notice.
Meal Periods: Non-compensated meal periods will be scheduled for not less
than 30 minutes and not more than 1 hour. During these meal periods
employees will be free of duty. Under conditions where time-off for a meal
period is not possible, a meal period of 20 minutes or less may be authorized
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and is included in the scheduled tour of duty. The time covered by the 20
minutes or less is compensable, and the employee must spend their on-the-job
meal period at or near their work station. No employee will be required to work
more than six consecutive hours in any workday without a meal period.
Rest Periods: Short rest periods, not exceeding 15 minutes may be granted at
the manager’s discretion, when the manager believes such rest periods are
necessary and contribute to productivity or safety. Rest periods may not be
scheduled in conjunction with a meal break or the beginning or ending of a
work shift.
Paydays
Employees will be paid every two weeks for a total of 26 pay periods a year.
Direct deposit is mandatory. Paychecks will be sent to the designated financial
institution every other Friday. If a holiday falls on Friday, paychecks will be
sent on Thursday. Employees may have allotments taken out for savings, loans,
etc. Visit: https://nafpay.afsv.net to view a Leave and Earnings statement and
make changes to your account.
Leave Policy
Annual Leave: Regular employees earn annual leave which is paid time-off
from work. It is granted for the purpose of vacations or time off to transact
personal business which cannot be taken care of during off-duty hours. Annual
leave is charged in 15 minute increments. The supervisor must approve the
taking of annual leave, including when the leave will be taken and the amount
of hours. Submit OPM Form 71 Application for Leave to the supervisor to
obtain approval for leave usage.
Employees will start to earn annual leave immediately upon appointment or
change to a regular position; however, an employee must be continuously
employed on a regular position for 90 days before being allowed to use annual
leave. The amount of leave earned and the balance will appear on your
paycheck stub. The maximum amount of accumulated annual leave that may
be carried over from one year to the next is normally 240 hours.
Tentative leave schedules are usually accomplished in January to enable
supervisors the ability to plan leave usage to accommodate employee requests
while ensuring sufficient manning of the activity.
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If employees resign or separate after the initial 90 day waiting period, they
will receive a lump-sum payment for any unused annual leave. The lump-
sum payment will generally be included in the last paycheck.
Annual Leave is earned based on the number of hours worked in the pay
period:
a.) 0-3 years of service: 5% of hours worked per pay period.
b.) 3-15 years of service: 7 1/2% of hours worked per pay period.
c.) 15+ years of service: 10% of hours worked per pay period.
Annual leave is not earned for hours worked beyond 80 hours per pay period.
Between 3 and 15 years of service, annual leave earned during the last pay
period of the year is earned at a rate of 12 1/2%.
Sick Leave: Regular employees earn sick leave which is used for absences due
to illness, injury, examinations and treatment by a physician, exposure to a
contagious disease, or illness of a family member with a contagious disease.
There is no waiting period for the use of sick leave.
Sick leave is earned at the rate of 5% times the hours worked in a pay period.
Sick leave is not earned on hours worked beyond 80 hours per pay period.
Sick leave is credited to an individual's leave record at the end of the period
in which it was earned. There is no limit on the amount of sick leave that an
employee may accumulate and carry forward from one year to the next. All
accumulated sick leave is carried in the employee’s leave record until it is
used by the employee, or until the employee separates from employment.
Payment for unused sick leave may not be made to an employee under any
circumstances.
Employees should use OPM Form 71 to request sick leave. Leave may be taken
in 15 minute increments, not to exceed scheduled work hours, or 40 hours per
week. Sick leave for examinations and treatment by a physician that can be
prearranged must be requested in advance. Sick leave for other absences,
which are not known in advance, must be requested as soon as possible.
Supervisory approval must be granted before it is taken.
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Note: Sick leave of more than 3 consecutive workdays should be supported by
a medical certificate.
If illness occurs during a period of annual leave, approved sick leave may be
substituted for annual leave.
Family and Medical Leave Act: An employee is entitled, during a 12-month
period, to a total of 12 weeks of unpaid family and medical leave, with
employment benefit protection. The FMLA applies to all NAF employees. To
be eligible to take family or medical leave, an employee must complete at least
12 months of service (does not need to be continuous).
Family Friendly Leave Program: Regular employees may use sick leave to
attend to the medical needs of a family member, and for purposes relating to
the death of a family member. The amount of sick leave which can be used
for these purposes depends on the employee’s average work week, but may
not exceed 40 hours in any year. However, up to an additional 64 hours (8
days) may be used only when the remaining sick leave balance does not fall
below 80 hours. Therefore, it is possible to use up to 13 days of sick leave
(104 hours) in the FFLP.
Military Leave: Regular employees who are members of a Reserve or National
Guard unit are entitled to leaves of absence up to 15 calendar days in any year,
without loss of pay, leave, or performance rating when called to active duty or
active duty for training.
Leave Without Pay (LWOP) (all employees): LWOP is a temporary non-pay
status and an authorized absence from duty granted upon the employee’s
request, or when the employee has insufficient annual or sick leave. An
employee does not have to use all annual leave before requesting LWOP.
LWOP cannot be imposed as a penalty, nor can an employee be required to
apply for LWOP in lieu of suspension. It must not be confused with AWOL
which is charged for unauthorized absence.
Employees should request LWOP using OPM Form 71. Managers are the
approving authority for LWOP up to and including 30 days. For periods of
LWOP over 30 days, the Squadron Commander is the approving authority.
LWOP is charged in 15 minute increments. A regular employee is entitled to
150 days of LWOP when they are moving due to an employer's transfer of the
head of their household.
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Note: An employee, who is granted LWOP in accordance with these
procedures, receives no special employment consideration as a result of this
LWOP status. The losing installation may fill the employee’s position
immediately, and no other installation is obligated to hire the employee by the
virtue of the employee’s LWOP status.
Absence Without Leave (AWOL) (all employees): If an employee is absent
from the job without proper authority, he/she will be carried as AWOL,
without pay and may be subject to disciplinary action.
Administrative Leave
Forced Leave: Regular employees may be placed on forced leave due to
reduced or suspended business operations if the required 24 hours notice period
cannot be given. Employees will be paid for actual hours worked and given the
option of taking annual leave or LWOP for the remainder of their scheduled
hours. Flexible employees will be charged LWOP in these situations for the
scheduled hours that they were unable to work.
Court Leave: Court leave is leave from duty without loss of pay or charge to
annual leave to perform jury duty in a federal, state, or municipal court or to
serve as a witness on behalf of the U.S. Government, the District of Columbia,
or state or local government. All regular employees are eligible for court leave.
Employees may choose to receive their regular pay for such time or may keep
the payment received by the court, whichever is the greater amount.
Voluntary Leave Transfer Program: The VLTP permits regular employees to
donate annual leave to other regular employees who suffer a substantial loss of
income, due to insufficient sick and annual leave to cover a lengthy period of
absence caused by a medical emergency. Leave cannot be donated to flexible
employees, who are ineligible to earn paid leave. Further information can be
obtained from your supervisor or the NAF-HR.
Excused Absence
Blood Donations: Employees are encouraged to volunteer as blood donors for
unpaid donations. An employee should be excused without charge to leave for
the time necessary to donate blood, for recuperation following the donation,
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and for necessary travel to and from the donation site. The maximum time
allowed without charge to leave is 4 hours.
Voting: Employees requesting time off to vote are excused without charge to
leave for the amount of time necessary to permit them to report to work 3
hours after the polls open or to leave work 3 hours before the polls close,
whichever requires the least amount of time off. No time off is granted if the
polls are open either 3 hours before or 3 hours after the employee's regular
duty hours.
Pay Administration
Overtime
Employees may occasionally be required to work overtime. How an
employee’s position is classified determines how he/she is paid for overtime.
The following guidelines will be followed.
Pay Plan
Work Performed
in Excess of
Rate of
Compensation
Crafts & Trades
(NA, NL, NS)
8 hours / day or
40 hours / week 1 ½ times the hourly rate
Pay Banding (NF) 40 hours / week 1 ½ times the hourly rate
CY 40 hours / week 1 ½ times the hourly rate
Positions are classified as either exempt or nonexempt under the Fair Labor
Standards Act (FLSA). Exempt employees may be given compensatory time
off or be paid for their overtime hours, subject to certain restrictions. All
nonexempt employees must be paid overtime, whether or not the overtime was
approved in advance. The position guide indicates whether employees have an
exempt or nonexempt status.
Pay Freeze
On 22 December 2010, President Obama signed into law H.R. 3082, which
prohibits statutory pay adjustments for most federal civilian employees for a
two-year period. This law includes NAF Crafts and Trades (NA, NL, NS), and
White Collar (NF, CY) positions. The freeze covers locality-based and
prevailing rate pay adjustments. It will not affect individual performance
14
awards/bonuses, recruitment, relocation, retention incentives, and premium
pay. Employees promoted to a higher grade or pay-band level may receive the
applicable pay increase. If you have any questions or need more guidance,
please contact the NAF-HR.
Compensatory time
Compensatory time off is not authorized for non-exempt Crafts and Trades,
non-exempt pay band, or for exempt Crafts and Trades employees. Exception
may be permitted only for religious observances. Compensatory time is time
off from employees work schedule in lieu of overtime pay for an amount of
time spent in irregular or occasional overtime work. Compensatory time is
authorized and approved by the same supervisor that orders/authorizes
overtime work. An employee may not accumulate more than 60 hours of
compensatory time and must use compensatory time prior to being granted
annual leave. All compensatory time accrued must be recorded on the official
time and attendance (T&A) card.
Holiday Pay
Regular employees receive holidays off with pay whether or not the holiday
falls within their scheduled workweek. If the holiday falls on an employee’s
normal day off, the employee is entitled to observe the holiday on the day
preceding or following the holiday as established by the manager.
If a regular employee is required to work on the holiday, they will receive
holiday pay plus regular pay for the number of hours worked.
The following are the observed legal holidays.
New Year’s Eve Day 1 January
Martin Luther King’s Day 3rd Monday in January
President’s Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day 4 July
Labor Day 1st Monday in September
Columbus Day 2nd Monday in October
Veteran’s Day 11 November
Thanksgiving Day 4th Thursday in November
Christmas Day 25 December
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Flexible employees are not entitled to observe the holiday or receive holiday
pay if required to work.
Night Shift Differential
Crafts and Trades employees, regular and flexible, receive their normal pay
plus a differential of 7.5% of that normal pay for scheduled non-overtime work
when the majority of the hours worked occurs between 1500 and 0000, or 10%
of the normal pay when hours worked occurs between 2300 and 0800. Pay
Band (NF) and Child Development (CY) employees do not receive night shift
differential pay.
Sunday Premium Pay
Regular or Flexible Crafts and Trades (CT) employees who perform work
during a regularly scheduled tour of duty of 8 hours or less, which is not
overtime and any part of which is performed on a Sunday, are entitled to
receive Sunday premium pay. Employees receive a 25% differential for hours
worked on Sunday. Pay Band (NF) and Child Development (CY) employees
do not receive Sunday Premium Pay.
Call-Back Duty Time
Call-back duty time occurs when a regular employee is called to work on a
day when they are not scheduled to work or when an employee is officially
required to return to work. A flex employee who is scheduled on a specific
day and then is officially required to return back to work on the same day, is
also on call-back duty. An employee will be paid a minimum of 2 hours
(whether or not work is performed).
Job Opportunities
All positions are advertised online at https://www.usajobs.gov/ Positions may
be filled by promotions, reassignments, management reassignments, details,
changes to lower grade or pay band or recruitment from outside sources.
Management determines a candidate’s qualifications based on a review of the
candidate’s application and selects the best-qualified candidate to fill the
vacancy.
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Reassignment
Managers may reassign employees to other positions within the same
employment category and pay plan level for which they are qualified at any
time, to promote the efficiency of the organization. An employee’s pay may be
adjusted upward based on increased responsibility of the new position.
Employees may request reassignment to other positions by applying online at:
www.usajobs.gov. Employee requests for reassignment could result in a
decrease or increase in pay.
Detail
A detail is a temporary assignment to a different position without a change in
pay for a period not to exceed 60 days. An employee returns to his/her
original position at the end of a detail. Details are used to meet temporary
needs, when work requirements cannot be met by other desirable or practical
means. Details must be recorded in the employee’s personal record file,
because the experience and training gained by the employee may be
important for later permanent placement actions.
Promotions
A promotion is the change of an employee from one grade or pay band to a
higher grade or pay band within the same pay schedule. A promotion may also
result when changing from one pay schedule to another pay schedule.
Temporary Promotions
Temporary promotions may be made non-competitively when an employee’s
services are needed in a higher grade or pay band position. A temporary
promotion must last for a minimum of two pay periods (4 weeks) and may not
extend beyond 6 months. An employee’s guaranteed hours cannot be lowered
when temporarily promoted.
Unless an employee is permanently promoted through the competitive
process, he/she returns to the previous position at the end of the temporary
promotion.
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Benefits
Group Health Benefits Plan and Group Life Insurance
Regular employees are eligible to enroll in the group life and/or health
insurance plans. For both group plans, there is an enrollment eligibility period
of 30 days from the date appointed or changed to a regular employment
category. During this period, you must elect and/or waive your options. Costs
are shared between employer and employee.
Health Benefits Plan (HBP): Aetna U.S. Healthcare administers the DoD
NAF Group Health Benefits Plan. Family member coverage and
Comprehensive Dental Expense Coverage is also available for an additional
cost for those employees who enroll in the HBP.
As an added bonus, you may enroll in the Flexible Benefits Plan, which enables
premiums to be paid from pre-tax earnings.
Group Life and Accidental Death and Dismemberment Insurance Plan: MET-LIFE--Group Life Insurance with accidental death and dismemberment
(AD&D) is available for Regular employees. The amount of coverage is based
on your annual salary. Family member coverage is also available for an
additional cost.
Note: If you add a new dependent to your family, you need to notify the
NAF-HR within 30 days to ensure appropriate coverage and current
information.
Retirement Program
Regular employees are eligible to enroll in the USAF NAF Retirement Plan
after one year of regular employment. This program provides for additional
retirement, disability and death benefits. These benefits, combined with Social
Security, provide the retired or disabled employee (or eligible survivor) a
measure of financial security. Employees become vested after being enrolled
for five years in the plan.
Upon separation, employees will have their contributions plus interest returned
to them if they have less than 5 years of credited service. Employees with 5 or
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more years of service have the option of having their contributions returned to
them, leaving their money in the plan, or receiving a deferred annuity.
401(k) Plan
Regular employees are allowed to invest 1-15 % of their gross income and the
employer’s matching contributions (up to 3% of employee’s gross income)
into a tax-sheltered account. It is separate from the retirement plan, but goes
hand-in-hand with retirement, social security, and personal savings to provide
added financial security upon retirement. Once you become vested, the
employer contributions become yours.
In addition to the evident benefits of a 401 (k) Savings Plan, the plan offers
other benefits for participants. Please contact the NAF-HR for further details.
Worker’s Compensation/On-the-Job Injuries
The Workers' Compensation Program is a protection program that provides
benefits for on-the-job injuries. This program provides income benefits to
replace potential lost wages and medical benefits necessary to treat the injury.
All NAF employees are automatically provided with this coverage.
Employees are encouraged to report all injuries, no matter how minor. If you
are injured during the course of employment, you should immediately notify
your supervisor and the NAF-HR for instructions. The injured employee must
take Form LS-1, Request for Examination or Treatment, to the physician of
their choice.
Grievances and Appeals
Employees have the right to express their dissatisfaction and give their views
on matters that relate to employment and working conditions without fear of
restraint, interference, threat, discrimination, or reprisal. If an employee has a
grievance or an appeal, he/she must submit it within 7 days of the occurrence
to the immediate supervisor stating attempts to resolve it and the remedy
sought. The supervisor will attempt to resolve dissatisfaction in a fair and
equitable manner that will be mutually beneficial to both the employee and
management. If there is a matter which the employee is dissatisfied with, it
should be discussed with the immediate supervisor. If it cannot be resolved,
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the Human Resources Office will provide the employee with procedures for
filing a formal written grievance or appeal.
Performance Evaluation
Supervisors should continuously monitor an employee’s work performance
and provide feedback, training and/or assistance where needed. Most
employees will receive an annual performance evaluation from their
supervisor during October. Employees will be advised whether or not they
are meeting the performance standards of the position. Crafts and Trades
employees (NA, NL, NS) who have met their performance standards may be
recommended for performance awards. Employees in Pay Bands I - V who
have met their performance standards may be recommended for pay
adjustments and performance awards. Employees who do not meet their
performance standards will be advised of their performance deficiencies,
needed improvements and be given reasonable assistance and time to
improve. Failure to improve may result in reassignment, termination (flexible
employees only), demotion, or removal (regular employees only).
Incentive Awards Program
NAF employees play an important part in the efficiency and economical
operation of the organization and are recognized accordingly. All NAF
employees may be considered for cash awards. Incentive Awards include:
Performance Awards
Performance awards are given to employees to recognize outstanding
performance of a continuing nature. These performance awards are normally
given during the annual performance evaluation cycle each year.
Special Act or Service Awards
This award may be given to an employee for a specific event which results in
a unique contribution to the organization and beyond the scope of assigned
duties. The amount of the award should be determined by the actual dollar
savings, or intangible benefits.
On-The-Spot Cash Awards
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This award may be given to an employee for a specific event or situation which
results in a unique contribution to the activity or organization. The amount of
the award will not exceed $250.
Time-Off Award
Employees may receive time off from duty without loss of pay or charge to
leave, in recognition of superior accomplishments or other personal efforts
which contributed to the quality, efficiency, or economy of operations.
Time In Service Award
Employees are also presented certificates and pins for long and faithful service.
Recognition is given to employees for 5, 10, 20, 30, 40 and 50 years of
creditable service.
Employee Recognition Award
Employees may be nominated for special Employee Recognition Awards
e.g., Employee of the Month, Quarter, Year, which may include cash if funds
are available.
Types of Separations
Resignation
Resignations are voluntary, initiated by the employee who should give
sufficient notice, preferably at least 2 weeks, on E-RPA Checklist, to allow the
supervisor to get a replacement. A forwarding address is required. The
effective date of the resignation is typically the last day the employee expects
to work. Employees may not withdraw their resignation without the approval
of their supervisor.
Termination
A flexible employee may be terminated for any valid reason (i.e. substandard
performance or misconduct). It is the most severe form of disciplinary action
for the flexible employees. A minimum of 24 hours notice is required. For
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business based action terminations, a minimum of 7 days notice is required.
Temporary employees can be terminated at any time.
Separation During Probation
An employee may be separated while on their probation period if their
performance or progress on the job is unsatisfactory. A minimum of 24 hour
notice is required.
Removal
Management may decide to remove a regular employee for unsatisfactory
performance or misconduct.
Resignation/Abandonment
An employee who fails to report for work or notify management for 3
consecutive workdays without a reasonable explanation is considered to have
resigned.
Business Based Actions
A business based action (BBA) is a reduction in employment category or pay
rate, a change to lower grade or pay band, a furlough of eight calendar days or
more, or a separation action initiated by management for non-disciplinary
reasons. A BBA is used to adjust resources in response to reorganization,
realignment of workload, elimination of duties or responsibilities from a
position, lack of funds, or in order to be competitive with pay in the local labor
market. It is not used to address a performance or conduct deficiency.
Employees are affected by BBA’s only if so identified after an objective, fair,
and equitable ranking against other employees in the same employment
category, occupational series, grade or pay band, and in the same NAF facility
(e.g., Golf Course, Bowling Center, etc.).
If it becomes necessary to reduce the staff and abolish positions, every effort
will be made to provide as much notice as possible. Regular employees with
at least one year of service who are involuntarily separated under this
procedure are entitled to receive severance pay.
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Miscellaneous
Suggestion Program: Employees may receive a cash award or other recognition
for suggestions submitted to improve work methods, efficiency, morale, or any
ideas which result in a savings to the organization. If you have a suggestion,
write it down on AF Form 1000 and give it to your supervisor. Contact the
NAF-HR for more information.
Training: NAF employees are eligible for all needed training offered through
on-base facilities, Air Force, interagency and non-government training for
which they meet the established prerequisites if quotas have been obtained
and funds have been approved. In addition, the Squadron has a training
manager who coordinates the training for all unit employees. Training
requirements may vary based on the unique requirements of the facility. On-
the-job training is typically the most effective and practical form of training
offered. It is a Squadron goal to effectively train all employees and retain
valuable employees. The supervisor normally documents training
accomplished by the employee on the AF Form 971, Supervisor’s Employee
Brief.
Safety: It is important to be safety-oriented at all times. Accident prevention is
the responsibility of everyone, from reporting hazards to always working
safely. Identify all safety hazards to the supervisor. Take reasonable steps to
ensure your own safety and the safety of those around you.
Current Mailing Address and Phone Number: It is the responsibility of each
employee to keep his/her supervisor and the NAF-HR informed of a proper
mailing address and home telephone number (note: the home address and
phone number are protected by the Privacy Act).
Maintaining Discipline: Supervisors set reasonable standards of conduct for
employees and insure they are observed. Disciplinary action will be taken
against any employee who violates established rules. The range of disciplinary
actions (from least to greatest) include oral admonishment, written reprimand,
suspension from duty without pay, demotion, and removal.
Punctuality: Employees should appear at their work station on time. The
supervisor will determine whether the employee will or will not be excused for
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a period of tardiness, whether the employee will be charged annual leave,
LWOP, or whether such tardiness will be charged to AWOL.
Customer Service: As an employee of the 55th Wing, there will be constant
contact with the Offutt community. Employees must treat each customer
courteously and professionally. Employees are also expected to maintain
cooperative working relationships with other employees.
In/Out Processing: Employees are required to in/out process through the NAF-
Human Resources Office. Separating employees who have been issued items
such as keys, uniforms, Government Purchase Cards (GPCs) etc., must return
the issued items to their supervisor, typically on their last day of work.
Turn-in of ID Cards: NAF employees MUST turn-in their DOD Common
Access Card (CAC) upon separation from NAF service; either to their
supervisor or the NAF-HR. The employee’s final paycheck may be held, if
they fail to turn-in their CAC, and their name will be reported to Security
Forces where appropriate action will be taken to recover the card or other
government property that they have in their possession.
Official Personnel Records: An employee may review his/her personnel record
by contacting NAF-HR. All employees are given copies of their personnel
actions (AF Forms 2545), such as pay increases, promotions, appointments,
etc. These are very important to keep as they are a record of employment at
Offutt AFB. Official personnel records for all employees are sent to the Record
Center in St. Louis, MO, approximately 30 days after the date of separation.
Pregnant Employees: Offutt's Reproductive Health Protection Plan allows
employees and supervisors to work with public health in order to establish safe
working conditions for the mother and baby. Upon confirmation of pregnancy,
please notify the NAF-HR for further guidance.
AF Form 971, Supervisor’s Employee Brief: The supervisor is given an AF
Form 971 when an employee in-processes. The contents of this form are
confidential between the employee and the supervisor. An employee may
request their supervisor allow them to review their record on a periodical basis.
Bulletin Boards: Regulations and notices affecting NAF employment are
posted on bulletin boards located in each facility. It is the employee’s
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responsibility to read them periodically and stay current on the latest NAF
rules/regulations/policies.
Base Facilities
The following is a list of base facilities which NAF employees are authorized
to use:
Aero Club, 294-3385
Air Force Inns, 294-3671
Arts and Crafts, 294-3837
Auto Hobby Shop, 294-5564
Base Lake/CAST-A-WAYS Boathouse, 294-2108
Child Development Center 1, 294-2203
Child Development Center 2, 232-2526
Equipment Rental, 294-4049
Warhawk Community Center, 294-9558
Offutt Field House, 294-5413
Peacekeeper Lanes (Bowling Center), 294-2514
Willow Lakes Golf Course, 294-3530
Youth Programs, 294-5152
NAF Human Resources Front Office, 294-2344
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APPENDIX 1
EMPLOYEE RIGHTS AND RESPONSIBILITIES
CODE OF ETHICS FOR GOVERNMENT EMPLOYEES
(Public Law 96-303)
On 11 July 1958, the Congress of the United States established the following code of Ethics for
Government Employees:
1. Put loyalty to the highest moral principles and to country above loyalty to persons, party or
Government department.
2. Uphold the Constitution, laws, and legal regulations of the United States and of all
governments therein and never are a party to their evasion.
3. Give a full day’s labor for a full day’s pay, giving to the performance of your duties your
earnest effort and best thought.
4. Seek to find and employ more efficient and economical ways of getting tasks accomplished.
5. Never discriminate unfairly by dispensing special favors or privileges to anyone, whether for
remuneration or not; and never accept, for yourself or your family, favors or benefits under
circumstances which might be construed by reasonable persons as influencing the performance
of your governmental duties.
6. Make no private promises of any kind binding upon the duties of office, since a Government
employee has no private work that can be binding on public duty.
7. Engage in no business with the Government, either directly or indirectly, which is inconsistent
with the conscientious performance of your governmental duties.
8. Never use any information coming to you confidentially in the performance of governmental
duties as a means for making private profit.
9. Expose corruption wherever discovered.
10. Uphold these principles, ever conscious that public office is a public trust.
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APPENDIX 2
STANDARDS OF CONDUCT
Air Force personnel, on or off duty, are expect to conduct themselves in a lawful manner; to
observe the spirit as well as the letter of the laws and regulations governing conduct and to
refrain from private activities which would place them in a position where there is a conflict or
an appearance of a conflict between public interest of the United States and their private
interests. The following prohibitions apply to all NAF employees.
1. Using civilian or military titles or positions in connection with any commercial enterprise or in
endorsing any commercial product.
2. Engaging in any business, activity or financial transaction involving direct or indirect use or
appearance of use of inside information gained through an Air Force position for their own or
another’s private gain.
3. Engaging in teaching, lecturing or writing that is dependent on information obtained as result
of Government employment, unless that information has been published or is or will be made
available to the public on request, or where the agency head authorizes use of nonpublic
information because it is in the public interest.
4. Using or allowing the use of Government property for other than officially approved activities.
5. Personal commercial solicitation an sale to military personnel junior in rank or grade, at any
time, on or off duty, in or out of uniform, except for one time sale of one’s property or privately
owned dwelling.
6. Participating in, conducting or selling or purchasing tickets for any gambling activity on
Government owned or leased property, or while on duty for the Government.
7. Soliciting or accepting a gift from DoD personnel receiving less pay than oneself.
8. Giving preferential treatment to any person.
9. Actions affecting adversely the confidence of the public in the integrity of the Government.
10. Soliciting or accepting gifts, favors, entertainment or any other thing of monetary value,
directly or indirectly, from individuals or firms doing business or attempting to do business with
the DoD, regulated by an agency of the DoD or whose interest may be substantially affected by
performance or nonperformance of the duty of the individual concerned.
11. Your personal conduct, either on or off your job, should not reflect discredit upon the Air
Force. You should be careful not to incur financial obligation which you may have difficulty in
meeting. Any Government employee who contracts debts, willfully and without sufficient cause,
and neglects or avoids payment will be discharged as unsuitable for employment by the Air
Force.
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APPENDIX 3
POLITICAL ACTIVITY DO’S AND DON’TS FOR FEDERAL EMPLOYEES
May be candidates for public office in nonpartisan elections
May register and vote as you choose
May assist in voter registration drives
May express opinions about candidates and issues
May contribute money to political organizations
May attend political fundraising functions
May attend and be active at political rallies and meetings
May join and be an active member of a political party or club
May sign nominating petitions
May campaign for or against referendum questions, constitutional amendments, municipal
ordinances
May campaign for or against candidates in partisan elections
May make campaign speeches for candidates in partisan elections
May distribute campaign literature in partisan elections
May hold office in political clubs or parties
May not knowingly solicit or discourage the political activity of any person who has business
before the agency
May not engage in political activity while on duty
May not engage in political activity in any government office
May not use your official authority or influence to interfere with an election
May not collect political contributions unless both individuals are members of the same federal
labor organization or employee organization and the one solicited is not a subordinate employee
May not engage in political activity while wearing an official uniform
May not engage in political activity while using a government vehicle
May not solicit political contributions from the general public
May not be candidates for public office in partisan elections
For additional information, you may contact the NAF-HR.
